Yeo Wan Ling
Singapore
“Thank you, Speaker. I have a clarification for Minister of State Jasmin Lau. In my speech on job redesign, I had asked for AI grants to be tied to mandatory job redesign requirements and productivity gains linked to worker outcomes.”
“Thank you, Speaker. Could the Minister of State elaborate on the specific fire safety protocols in place for HDB car parks with EV charging points, including detection, suppression and evacuation measures?”
“I thank the Senior Parliamentary Secretary. Could the Ministry give further clarifications on how it assesses PWM compliance in procurement processes, including whether firms have met, for example, training requirements for their workers under the PWM requirements?”
“Mr Deputy Speaker, 10 years ago, we built the foundations. Today, we are building the integration. And 10 years from now, I hope we will look back on this Bill as the moment Singapore chose to ensure that our next bound of growth is one that every worker can be part of.”
“As the Bus Contracting Model (BCM) enters its next phase, could a similar transformation support be considered for our bus captains? A refreshed BCM should be a win-win for commuters, operators and the workers who keep Singapore moving. Strengthening Transport Accessibility”
“And our local workforce must move up the skills ladder alongside industry transformations. In this new phase of labour transformation, I would like to put forward three Budget priorities. First, we must continue attracting top global talent in a way that strengthens, not substitutes our Singaporean core.”
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“Mr Speaker, we must continue to move policy intentionally to shape culture – so that inclusive workplace norms do not remain aspirational but become standard practice. Inclusion must extend beyond gender. A kinder workplace for persons with disabilities and their caregivers means removing barriers, not lowering standards. Like all Singaporeans, our persons with disabilities and their caregivers have career aspirations and dreams. But limited caregiving resources and rigid employment structures – fixed hours, inflexible expectations, lack of assistive tools – unintentionally exclude them. My Punggol resident, B, who has hearing impairment, struggled to secure a host company for his ITE Work-Study Diploma and he and his family suspect that it was due to his impairment. As with many of our youths, B is a bright-eyed, curious and hardworking young man. His family is supportive, and understandably worried about his future. With a secured place in the ITE Work-Study Diploma, they will be more assured of his future independence. I have since reached out to several employer contacts as well as SG Enable for assistance but stories like this remind us that talents do exist, but access is uneven. We must strengthen upstream support in placement and upskilling even in our schools. I support initiatives such as the SG Enable Enabling Mark, which recognises disability-inclusive employers. But the Enabling Mark must go beyond just being an award. It must not remain something that companies aspire to do just once a year. It must be normalised as a workplace standard with adequate funding and resourcing, embedded into hiring practices, job design, leadership key performance indicators and organisational culture. Inclusion cannot be ceremonial. It must be operational.”
“Perimenopause brings fatigue and physical changes that are rarely discussed at work. Some might even consider these topics taboo. Yet progressive employers are showing that this conversation can be normalised. I was encouraged to learn from our Education Services Union Leader, Sister Brenda, that her organisation openly engages employees on how to better support women through menopause. Managers have respectful conversations. Adjustments are made without embarrassment. These may seem like small changes, but they signal respect. Indeed, small tweaks like more comfortable uniforms can make all the difference as women go through the different seasons in their lives. That is what cultural maturity looks like in the workplace. Similarly, breastfeeding mothers tell us that workplace lactation rooms may exist, but culture matters more. If lactation rooms become storerooms or moms feel rushed, the message is clear: support is conditional. The NTUC Women and Family unit will continue to promote lactational spaces in workplaces and we will continue to expand our NTUC Better Workplaces programme this year to support more companies with their lactation room set-ups. Mr Speaker, if inclusion is to be real for women in every season, policy must be matched by practical action. I call on the Government to: scale job redesign funding and build expertise, especially in non-office based, frontline and shift-based sectors; recognise and benchmark progressive workplaces so inclusivity becomes part of Singapore’s competitive edge; publish sectoral benchmarks on FWA utilisation and career progression outcomes; expand flexible and extended childcare options; provide clearer tripartite guidance on supporting women through perimenopause and menopause as legitimate workplace health matters.”
“Yet in our NTUC Women and Families surveys, more than half of workers have never made a request. Not because they do not need flexibility. But because they fear being seen as less committed. They fear slower progression. They fear subtle discrimination. Indeed, we have created permission. But we have not fully created safety. And this gap is especially felt in the season of caregiving. Women returning to work tell us that flexibility is top-most in their consideration to stay or return to the workplace. But what worries them more is whether in asking for FWAs, they would be “marked” by their organisations, and even if they managed to get their FWAs approved, whether their bosses and teammates will genuinely support them. Because the lived reality is that even with FWAs, caregiving does not go away. Children fall sick. Parents require ongoing care. Caregiving is not a short interruption. It is part of life. Ms N, a resident I met, knew about the guidelines. She wanted to ask for flexibility because her childcare does not operate on weekends and closes at 7.00 pm sharp daily. But she did not dare to ask. In her small company, she feared being labelled as the one who inconvenienced everyone and she feared being replaced in her job, by a boss who does not understand her needs. This not a policy gap. It is a workplace culture gap. We must recognise that workplace flexibility alone cannot solve caregiving strain. Childcare operating hours, especially in estates with shift workers, must better reflect workforce realities. I therefore call for support to expand flexible and extended childcare options, including weekend and after-hours pilots in selected communities. We must also speak about women in mid-life. As Singapore ages, women experience ageing differently.”
“Mr Speaker, this Budget debate carries special significance for me. It is my first Budget debate in this new term of Government and my first Budget debate in my second term in Parliament. In writing this speech, I spent time reflecting on the work we had done in our previous term and the legislative moves we had made which will have long-term impact to our Singaporean workforce. In the last term, we strengthened protections for platform workers, advanced progressive wages and made Flexible Work Arrangements a legitimate workplace conversation. These were not abstract policies. They changed daily lives, both at work and at home. With a healthy fiscal position, we now have the opportunity not only to cushion immediate pressures, but to build thoughtfully and boldly for the decade ahead. Today, I will speak on three areas: inclusive workplaces for women in every season of their lives; a kinder workplace for persons with disabilities; responsible preparation for AI transformation. Mr Speaker, if we want to talk about inclusive workplaces, we must talk honestly about women. Because women do not experience work in a linear fashion. We experience work in seasons: the season for early ambition, the season for caregiving, the season of returning, the season of mid-life change. And sometimes, these seasons overlap. When we speak of inclusive workplaces for women, it cannot mean just guidelines. It cannot mean just legislation. It must mean cultural adjustment. Policies create permission. Culture creates safety. And policies must move so that new safe progressive cultures can take root. We see this clearly in flexible work arrangements (FWAs). The Tripartite Guidelines on Flexible Work Arrangement Requests have been in place for more than a year. Awareness is high.”
“I, therefore, urge the relevant Ministries to continue engaging drivers and operators to apply enforcement with judgement, and to ensure that implementation remains practical, fair and grounded in real-world conditions so that our roads are not just regulated, but genuinely safer for everyone. Mr Speaker, with these points raised in the spirit of fairness, safety and grounded implementation, I support the Bill.”
“I would like to ask LTA whether they could consider establishing a unified, clear and mandatory training for electric buses, so that captains have confidence when transitioning to electric buses, making the road safer. (In English): Mr Speaker, I now turn to the issue of speed limiters for lorries. Road safety must always remain our top priority. Measures that protect lives on our roads are necessary and I recognise fully the intent behind mandating speed limiters for heavy vehicles. This intent is also understood and broadly supported by the fleet operators and lorry owners whom I have spoken with. That said, as with many transport policies, the real test lies not in the intent, but actually, in the implementation. One key concern raised by drivers and operators relates to speed differentials on our expressways. Passenger vehicles may travel at up to 90 kilometres per hour, while heavy vehicles are capped at 60 kilometres per hour. This wide gap can disrupt traffic flow, lead to frequent overtaking, sudden braking and in some cases, paradoxically increasing accident risks rather than reduce them. Another concern is enforcement consistency. Local operators who comply with speed-limiter requirements may find themselves disadvantaged when foreign-registered heavy vehicles, which may not be subjected to the same standards, continue travelling at higher speeds. This creates uneven road behaviour and undermines both safety objectives as well as fair competition. Mr Speaker, my point is not to revisit the policy intent, but to emphasise that implementation must be holistic. Speed limiters alone cannot deliver safer roads. They must be complemented by consistent enforcement, clear lane discipline and policies that reflect the realities of mixed traffic conditions.”
“These sessions covered recruitment, rider safety, enforcement issues, Central Provident Fund (CPF) clarifications, last-mile delivery challenges and discussions with LTA and our platform operators. This feedback is not abstract. It reflects lived realities and this is why NDCA continues to work closely with platform operators through the tripartite framework to mitigate livelihood impact while complying to these new rules. We thank our platform operators partners, like Grab, who have given in-principle assurances to adjust performance targets, and NDCA will continue to support riders through the transition to defray costs, including medical certification and device modifications. Mr Speaker, this is how lives, livelihoods, safety, dignity at work go hand in hand, the tripartite way. Turning to electric buses. I support the amendments to section 6 of the LTA of Singapore Act 1995 recognising the promotion and regulation for the safe use of electric vehicles (EVs). In Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] By 2030, electric buses will make up half of our public bus fleet. This is no small matter and whether we can navigate this path steadily depends mostly on our bus captains. Currently, companies do provide training, but each has different arrangements. When manpower is tight, training is sometimes shortened. But bus captains are different. They drive large vehicles with complex systems, carrying passengers and bear heavy responsibility. Some captains have told us that driving electric buses requires not only getting used to new equipment and rules, but also constantly monitoring screens, unlike before when it is mostly monitoring through the rear mirrors. Over time, this causes eye strain and even dizziness. This is no small matter!”
“This includes expenses, such as medical certifications and installations of attached-on speedometers. In addition, NDCA is in discussion with affiliate general practitioner (GP) partners to make medical assessments and certification more affordable and accessible. These efforts reflect our shared commitment to upholding road safety, while also protecting the dignity and sustainability of work for those who rely on PMAs to earn an honest living. I also ask the Government to consider additional support measures, especially for riders, like Siti, who are recovering from health conditions and will eventually need to transition out of PMAs. Support during this transition period is important, so that recovery does not come at the cost of livelihoods. In addition, I seek the Government's consideration for assistance with the purchase of essential equipment, such as speedometers, which will be critical in helping riders comply with this new speed limit. Finally, I ask the Ministry to clarify whether polyclinics will be able to issue the required medical certificates, so that costs remain affordable and accessible for those who need PMAs the most. Third, while I appreciate the advance notice given since 2024 and the meaningful consultations with NDCA, I urge an education-first approach during the initial enforcement. Some users will need time to adapt, whether to speed limits, device requirements or certification rules. Reasonable grace periods and room for discretion, especially for genuine mistakes, will go a long way in ensuring compliance without undue stress. Clear rules matter but compassionate implementation matters just as much. The NDCA has engaged riders extensively across Singapore not just in meeting rooms, but where our riders actually work and rest.”
“Mr Speaker, we support the safety intent, but safety improvements should not disproportionately penalise those who depend on PMAs the most. Second, while I support the Certificate of Medical Need to prevent abuse, the criteria must not be so rigid that deserving users are excluded. Medical needs are not always binary. Mobility challenges exist on a spectrum. We should avoid overly narrow thresholds that unintentionally create new barriers for those who genuinely need PMAs for safe and independent mobility. In our engagements with our PMA riders, we see a wide range of profiles and needs. Some, like Ms Toh Bee Tin – a familiar name to many in this House as she was a Para Table Tennis athlete – are born with mobility disabilities and rely entirely on their PMAs, not just for mobility, but for their delivery livelihoods. Others, like Ms Siti Sabarinah, turned to a PMA after suffering a serious leg injury from a delivery cycling accident last year. While she is on the path to recovery, she is still unable to walk independently over longer distances. For riders like her, the concern is not just access today, but the longevity and viability of a significant PMA investment under the new regulatory framework. These examples remind us that eligibility should be guided by real functional needs, not narrow thresholds. As we tighten safeguards against misuse, we must also ensure that those who genuinely depend on PMAs for safe, independent mobility and to earn a living are not left behind. Mr Speaker, there is also the issue of cost. Medical certification can range from $50 to $100, which is significant for lower-income riders. To support our members, the NDCA will provide financial assistance to help subsidise and co-pay out-of-pocket compliance costs arising from this Act.”
“Fewer completed jobs mean lower earnings, and for riders living close to the edge, even a modest drop in income can translate into real trade-offs between food, utilities or even medical needs. Media reports have already highlighted concerns that riders' earnings may be significantly affected and these reflect what we are hearing consistently on the ground through our union engagements. Mdm Farhana Binte Ahmad Mashon, the General Secretary of the National Delivery Champions Association, is herself a mother of six and soon to be a grandmother. She fully supports the intent behind these safety measures, especially to protect young children who may be too small to be seen easily by riders and are particularly vulnerable to careless riding. At the same time, Hana is also a full-time delivery rider who relies on her PMA for her work. Based on her experience, she expects her earnings to fall by 30% to 40% under the six kilometres per hour speed limit if incentives and work conditions are not adjusted. This illustrates the real tension we must address between improving safety and ensuring that riders who depend on this work are not pushed into financial hardship. As worker representatives, our platform work associations, including the NDCA, have raised these concerns directly with platform operators. We have since obtained commitments and in-principle agreements from platform partners through bilateral negotiations to review delivery targets and work arrangements for our full-time PMA riders, so that safety improvements do not come at the expense of livelihoods. I also urge the Government to work closely with platform operators to monitor post-implementation impacts and to be prepared to offer targeted transitional support if hardship emerges.”
“Mr Speaker, this Bill seeks to strengthen transport safety and efficiency – from improving active mobility safety, to tightening enforcement against illegally modified vehicles and streamlining the collection of missed ERP charges. These are important objectives and I support them. But as we consider these changes, we must remain clear-eyed about who will be most affected on the ground, especially our workers, many of whom depend on our transport system not just to get around, but to earn a living. I declare my interests as Assistant Secretary-General of the National Trades Union Congress (NTUC), Advisor to the National Delivery Champions Association (NDCA) and Executive Secretary to the National Transport Workers' Union. Mr Speaker, I recognise the intent behind the enhanced regulations on PMAs, including reducing the speed limit from 10 kilometres per hour to six kilometres per hour, introducing size limits, mandatory registration and the Certificate of Medical Need. These measures are meant to improve safety for all footpath users and that is a goal we all share. But how we implement them matters. We must be careful not to unintentionally place additional hardship on persons with genuine, often permanent mobility impairments, many of whom rely on PMAs to undertake delivery work as their primary and sometimes, only source of income. For our riders, platform work is not a convenience. It is a hard-won pathway to financial independence. First, the reduction in PMA speed limits will lengthen delivery times. For riders who are already push themselves daily, those extra minutes compound quickly.”
“So, I would like to urge everyone here, as well as whoever can contribute in this, let us continue to work together to help our Muslim community fulfil their aspirations to perform the Haj.”
“I had constituents meet with me to ask more about the support that can be given to them for their Haj trips and especially those of their senior parents, particularly in the safety and health aspects when they are at Haj. I hope that the Minister could provide us with some examples of how MUIS, as well as the Ministry, is assisting them on this and supporting them through this. And I am also heartened that there are workings right now to ask for a higher quota. But could I ask: is there anymore that we can do to improve our chances of obtaining a higher quota for Haj? Assoc Prof Dr Muhammad Faishal Ibrahim: Sir, I thank the Member for the supplementary questions, and I thank her for her concern in this area. It is an important area for the Muslim community here in Singapore. If you look at how the system works today, Saudi Arabia sets the Haj quota for various countries based on a standardised formula, that is 0.1% of each country's Muslim population. So, Singapore was allocated 900 places for Haj 2026. Having said that, over the years, if you look back and up to today, Singapore has proactively engaged Saudi Arabia to request for additional Haj quota. While I had conveyed this request, as shared in my answer, during my recent meeting with the Saudi Arabia's Minister of Hajj and Umrah, other Singapore leaders have also raised the same request during their meetings with the Saudi Arabia counterparts. So, I assure the Member we will continue to do so. At the same time, MUIS works closely with the Saudi Arabia Ministry of Hajj and Umrah in demonstrating excellent Haj management and also compliance with regulation. So, this I believe will put us in good stead to request for larger Haj quota.”
“Thank you, Speaker. With the growing number of private hire drivers renting their vehicles from third party rental companies, many are actually subjected to non-standardised and often onerous rental contract terms. This includes, for instance, high excesses for vehicle damage and unclear clauses governing termination, as in the Autobahn case, penalties or the withdrawal of driver benefits. What more can the Ministry or the LTA do, working with NTUC, the NPHVA and the NTA to equip our drivers to better understand and compare rental agreements, so that they can make informed decisions and avoid unfair contractual terms. The other one too, is whether or not, such contract literacy and consumer protection guidance can actually be incorporated into the curriculum for our vocational licences.”
“If we want Singapore to remain strong in an ageing world, we must invest in the people who keep our homes running. By strengthening training and communication, uplifting employment agencies, improving healthcare coverage, exploring flexible care models and refining support for families with heavier caregiving burdens, we can build a caregiving ecosystem that is fair, resilient and sustainable for both Singaporean families and the MDWs who support them. I thank the House and I look forward to MOM's reply.”
“Flexibility must not mean exploitation. Protection must not mean rigidity. We need both. Building on schemes, like the Household Services Scheme, could we pilot care-focused extensions – part-time carers who are properly trained and fairly contracted or pooling arrangements where several families can share a trained worker on a regulated basis? Such models could serve our working parents, those with intermittent caregiving needs and families who cannot yet afford or require full-time live-in help. Six, levies. Let us fix our levy rules for real caregiving burdens. Today, levy concessions are based largely on age as well as people with disabilities. But care is not just about that. Caregiver burden is heavier when family's needs are complex. Residents have asked about levy concessions and targeted financial support related to hiring an MDW. Consider single mothers or fathers with special needs kids who are also caring for their senior parents. Consider families where both parents work full-time to make ends meet. Currently, the $60 concessionary levy is available for households with a child below 16 years or an adult above 67 years old. There are gaps in the current levy framework. So, my final ask is this: review levy and subsidy eligibility to reflect real dependency, not just age. This should include supervision-intensive but non-Activity for Daily Living (ADL) cases, such as early dementia, as well as youths above 16, frail adults aged 60 to 66, moderate dependency cases and families with multiple dependents that require care support. Because, really, being a single mother caring for a disabled teen and an elderly parent must feel supported as she loves and cares for her family. Mr Speaker, our MDWs are not a side story.”
“Healthy caregivers mean stable families and we need to re-focus mental health into our system. Unlike regular employees, many MDWs live relatively isolated lives, have no colleagues in the workplace and while living with families and their employers, they are separated hundreds of miles from their own families. Some are caring for sick parents back home via proxies and monthly transfers home while caring for ours here. I welcome ground-up initiatives, like the Association for Employment Agencies (Singapore) partnering with The RICE Company, to provide recreational and social integration activities, and NTUC's CDE interviewing first-time MDWs within their first six months. These programmes and safety nets – social clubs, craft workshops, excursions, counselling – help build community and resilience. So, my fourth ask is to make mental health screening and counselling part of a national MDW support framework, should the need arise, and to provide resources to scale up such social and recreational activities. To close the circle, our Singaporean families must also be encouraged to be stakeholders in this, as the care ecosystem can only be complete with our families as participants and beneficiaries alike. Fifth, create regulated part-time care pathways. Mr Speaker, our households are diverse. Some families need part-time support. Others need specialised or back-up assistance. Some need backup support beyond the traditional live-in arrangement and yet, others guard privacy above everything else, preferring a few hours of help for just a few days in a week. The current ecosystem leans very heavily on the live-in helper model, which works well for many but not for all. So, my fifth ask is to develop regulated, care-focused part-time MDWs and home care pathways.”
“Similarly, the current basic insurance of $60,000 annual limit for the hospitalisation of a MDW might not cover more severe cases, leaving our employers responsible for the excess and payment. Mr and Mrs T first came to see me at my Meet-the-People Session, looking both concerned and actually a little guilty. They shared that they are thinking of sending back their helper who has been with them for over 20 years. She has almost become family but as she was struck with cancer and required surgery and treatment, Mr and Mrs T, as retirees, were unable to afford the out-of-pocket expenses for this. With their appeals for subsidised medical fees rejected, the family had to send their helper home, feeling guilty that they could have made a difference since the cancer was caught early. Ms W's experience caused her to fall into some financial duress. Her helper was with her for only one year, when she suddenly developed a fever and body aches. Her oxygen levels were dangerously low and Ms W had to rush her to the hospital. After several rounds of checks, her helper's condition remained undiagnosable and finally, she was certified unfit to work and was sent back to her home country. This entire episode caused Ms W to go past her insurance thresholds and, with the 25% co-payment, she had to pay a high five-digit sum out of pocket. As such, would MOM consider getting employment agencies to be clearer on their advisories to employers on the medical and hospitalisation responsibilities for their helpers? As healthcare costs increase in Singapore, too, to mandate timely reviews of insurance coverage and co-payment levels, so that our Singapore families are adequately supported when their helpers need medical and hospitalisation care.”
“So, my second ask is this: raise professional standards for employment agencies, especially in handling complex care households. This is for families with frail seniors, special needs children or medical needs. Matching can be done by trained care assessors, not sales staff. A wrong match does not just only cost money; it can break a family and deeply hurt our workers. I propose enhanced training and accreditation pathways for employment agencies focused on caregiving assessment, counselling skills and individual agents to empower trade associations to reward and recognise agencies that demonstrate lower transfer rates and better post-placement outcomes, and create a stronger feedback loop between families, MDWs, employment agencies as well as Government agencies. Third, give MDWs affordable primary healthcare. Mr Speaker, our MDWs are frontline caregivers – they lift our parents, they bathe our seniors, they manage medications and yet, their own care can remain inadequately covered, especially if their employers are less resourced. So, my third ask is this: to extend a Primary Care Plan (PCP)-type scheme to our MDWs. Our PCP for migrant workers could be a model worth studying as they afford primary healthcare for workers with low co-payments. MDWs today are not covered under the PCP and their mandatory insurance does not include outpatient care, which means employers and MDWs face high out-of-pocket costs for doctor visits. This could encourage early care-seeking and can worsen health outcomes. Could the Government then consider a similar outpatient primary care scheme for MDWs? Even a modest co-payment structure for routine outpatient visits could prevent small ailments from becoming serious, thereby protecting worker welfare and reducing family anxieties.”
“If a grandma in her 80s cannot tell her caregiver that she is in pain, we will have all failed her in her care needs. Second, professionalise employment agencies. Mr Speaker, I would argue that too many placements fail not because families are cruel but because they were badly matched. In my Meet-the-People Sessions, I have met many first-time employers who did not even know where to seek help when their MDW plans fail. They relied on their employment agency and many got it wrong. Take, Ms T, not her real name, for example. She came to see me as she was in a bind. She could not get along with her helper and the language barrier caused deep rifts in everyday handling of chores. She had a young child and was also worried about her child's safety as her helper had different standards when it came to safety and care. She sought the help of her employment agent but was told that there were no replacements available and if she insisted on having the agent take back the helper, she would need to pay an extra fee. This was not in the contract that she signed and she was actually covered for one free replacement. Not wanting to pay the additional fee, she forced herself to continue with the helper. In the end, they both got into a physical fight. It ended up being a viral clip, traumatising both my resident and her family and indeed, the helper. This was not a good outcome for all involved and I felt that the employment agency could have stepped in to play a larger role in mitigating. Luckily, with an appeal, our friends from the Association for Employment Agencies (Singapore) stepped in and helped both the helper and my resident out of this situation. A good, responsible employment agency makes all the difference.”
“These events demonstrate the openness and desire of Singapore families and their helpers to strengthen their relationships, and the many parties coming forward to offer resources to co-create possibilities, safe spaces and ecosystems for MDW-employer relations to flourish. Mr Speaker, what families really need is not just rules. They need certainty that care and trust will hold. The need for care is ever-growing, the will for better partnerships is strong and vast resources are available. I believe we can organise better to strengthen support and dignity for MDWs and our Singapore families. And that is what my proposals today are about. First, train MDWs for real caregiving. Care today is not just only about housekeeping. It is about dementia care, post-hospital recovery, disability support, child development and senior well-being. Yet, many MDWs still arrive trained mainly for chores. And this is why my first ask is this: the Caregivers Training Grant has provided excellent support for families with eldercare needs by affordably training helpers to take on caregiving duties. My ask is to expand the Caregivers Training Grant to include advanced home care as well as language training, particularly in Mandarin, Malay, Hokkien, Cantonese and other dialects, which are useful for eldercare. Currently, the NTUC's CDE has partnered with the Singapore Hokkien Huay Kuan Cultural Academy and The Salvation Army to run conversational Hokkien and Cantonese language classes for our MDWs. This has been helpful in building strong bridges between our MDWs and their families. Because when an MDW cannot understand a senior, care becomes unsafe. Language is not just a "nice to have". It is actually a safety issue.”
“And she had cheerfully quipped that she realised, in the same way that her children are called "strawberries", that there is also now a generation of "strawberry helpers". And in her careful observations, there are many differences in working well with the many different generations of helpers. And the differences show in many everyday practices, for example, the use of handphones, personal spaces, sleeping hours and indeed, the use of social media. Mdm E wanted to hear from our session best practices, tips and cultural norms, so that she can better navigate and manage her relations with her affectionately nicknamed "strawberry helper". Mdm E was not the only member who approached the session with this intent. In fact, the majority of the members who came to see me were like Mdm E. And this inspired the NTUC Woman and Family Unit to evolve these clinics and sessions into a series of highly-attended events, called "POW-WOW: Power of Women WOW". These sessions brought employers together with their MDWs to better access resources and strengthen relations. Indeed, during these sessions, our partners also organised an award ceremony for exemplary employer-MDW pairs, some working together for more than half their lives. These events are very well attended and our partnerships well covered, from non-governmental organisations, like the Centre for Domestic Employees (CDE); trade associations, like the Association for Employment Agencies (Singapore); to Government departments, like the Ministry of Manpower (MOM); to private firms like Singtel and DBS.”
“When employers and MDWs understand each other, seniors are safer, children are calmer, families are stable and workers are treated with dignity. But when communication fails, when expectations are unclear, when skills are missing, that is when things unravel and plans fall apart. Indeed, I believe that our Singapore employers intrinsically care about their helpers, or "aunties", as we affectionally call our MDWs. A few seasons ago, the National Trades Union Congress (NTUC) started on a series of "Meet-the-Members Sessions", our labour version of the regular Meet-the-People Sessions that Members of Parliament (MPs) conduct. Members could speak with us on grievances in the workplace, unfairness and harassment issues. I had prepared myself on fronting these thorny issues, but I was surprised. In the weeks that I was the attending labour MP, the majority of our members who came to see me were MDW employers, sharing with me the issues that they had with their helpers. Perhaps, it was because I am the only female labour MP, the sharing was passionate, but the issues were common across all who came. I was impressed and heart-warmed and indeed, inspired by how the sharing was not focused on complaints of MDW behaviours and strained relations but on how the Labour Movement could give practical tips and know-how on managing and improving MDW and employer relations. It has been a while now, but I still recall how Mdm E, not her real name, a lady in her 50s, told me that after years of hiring helpers in their late-40s who were married with children, she was now the employer of a helper in her early-20s, who is single and carefree.”
“Mr Speaker, most working families in Singapore today are doing two jobs: one that pays and one that cares – and that is the hidden reality of modern Singapore. A young couple begins with infant care. Then, childcare. Then, a parent develops dementia. Then, a spouse needs help after surgery. Then, a child has special needs. Caregiving is not a single chapter in life. It is a cycle. And holding that cycle together are more than 308,000 migrant domestic workers (MDWs) in Singapore today, up from about 247,000 just five years ago. They are not an add-on to our economy. They are the invisible workforce behind our workforce. When they function well, families work. When they fail, families can fall. That is why MDWs are not just a labour issue. They are a critical backbone of Singapore's care economy. Mr Speaker, Singapore's care burden is growing, and it is growing fast. In 2024, Singapore had 1.46 million households and 27% had at least one resident aged 65 and above. Behind that statistics are real people. In my Punggol constituency, I met a mother in her early 40s. She had two young children and she came to see me as there was an issue with processing her MDW's entry into Singapore. She shared that her father had just been diagnosed with early dementia. Her husband worked shifts. And she told me quietly, "Without my helper, I will have to resign. There is no other way. Please help me." This is the reality for thousands of Singaporeans. If we want women to stay in the workforce, if we want families to remain financially stable and if we want our seniors to age with dignity, then we must get home caregiving right. Mr Speaker, care works only when relationships work. Care does not fail because families do not care. It fails because relationships break down.”
“To complement this Bill, we, the Members of this House, the OSC, the community, must strengthen partnerships with our Family Service Centres, schools, youth networks and grassroots organisations, to build digital literacy, emotional resilience and first aid for the heart. So that our parents, our seniors and our young persons alike, can learn not only to protect themselves, but also how to support one another. Because real safety, Mr Speaker, does not come just from stronger laws. It must also come from stronger community bonds. Mr Speaker, in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] In the online world, a harmful post or a malicious photo can spread across the entire island within minutes. So, we must act quickly. When harmful content appears, it must be taken down as soon as possible. Every hour of delay causes additional pain to affected families. We must also care for and protect one another. At the same time, I want to call upon all major online platforms to work together with us. Let us join hands to create a safe, caring and responsible online environment. Harmful content is not someone else's problem, but an issue that affect every Singaporean family. (In English): Mr Speaker, at the heart of this Bill lies our families and children who form the soul of our communities. Our online world must reflect the same values that we keep our physical neighbourhoods safe and that is, respect, responsibility and care. The Bill is part of this answer. Mr Speaker, I support the Bill.”
“If you're going through a hard time, please reach out, because your community loves you." Through the Positivity Pizza movement, volunteers from every corner of Punggol Shore – seniors, youths, women's groups, sports teams and religious organisations – have come together to crochet pizza plushie keychains, with a heartfelt goal: to make 20,000 pizzas, one for every young person living in Punggol Shore. Each slice carries a message of solidarity, "It's not okay to be not okay, reach out and your community has your back." The inspiration for this movement came from a young resident, C, whom I met at a local mall. I had known her since her primary school days and when I asked how she was coping with secondary school, she confided that she was struggling with online bullying and thoughts of self-harm. As we spoke, she noticed a small keychain plushie on my bag and she said softly and shyly to me, "Ms Yeo, that is very cute. May I have it, so that I know that someone cared enough to stop to ask me if I was okay." To C, if you are watching this, thank you. Know that you have started a movement that has touched thousands of lives. Our Punggol Shore handcrafted pizza slices have become small but mighty ambassadors of empathy – connecting neighbours, bridging generations and providing that kindness, even if it is handmade and in real life, can still go viral. If cruelty can spread fast, then kindness must spread faster. When we see a friend being bullied or humiliated online, do not scroll past. Reach out, report, reassure. When we teach our children to stay safe online, let us also teach them to be kind online.”
“Could the Minister share the timelines and what recourse victims have, if their harm type is not yet covered or even identified? Mr Speaker, I also support the Bill's recognition of the different players in the online ecosystem and, in particular, the responsibility of platforms. Platforms are not neutral bulletin boards. They are amplifiers of information, of emotion and, sometimes, of harm. When harm is done through them, they must be part of the solution, not silent observers. I hope that with this Bill, delays in response will no longer be acceptable. Platforms must design systems that detect and throttle the spread of harmful content; provide real-time cooperation channels within OSC; and be transparent about how quickly and how often they act on Takedown Directions. Families should not have to fight for accountability post by post. Responsibility must also rest with those who profit from the platforms that host them. And the Bill rightly requires platforms to "take reasonable measures" once notified of an online harm. But I would like to clarify on how this will be measured, what counts as "reasonable", and how OSC will assess compliance, particularly for major platforms with wide reach and significant influence. Mr Speaker, laws can set boundaries, but they cannot mend a wounded heart. Real safety depends not just on legislation, but on the strength of our community: one that notices, listens and steps forward when someone is in distress. In Punggol Shore, we started a community initiative several years ago – the Punggol Positivity Pizza Movement. It began with our youth leaders and families who wanted to create a visible, warm symbol of encouragement for our young residents. Their message was simple: "P.S. Punggol Shore – I love you.”
“If this House feels weary just hearing about this, imagine how defeated she felt. This "Groundhog Day" is what many victims face – harm that repeats and hope that fades. That is why I support the creation of the OSC, which is a one-stop centre to coordinate Government action and issue Takedown Directions across platforms. Victims should not have to file multiple reports to multiple agencies. OSC can help victims in navigating and simplifying the reporting process, from navigating which protective online harms statutes to invoke – is it POHA, POFMA, the Foreign Interference (Countermeasures) Act, OCHA, the Broadcasting Act – to ensuring that victims do not need to make multiple reports to multiple agencies and multiple social media platforms. I also urge that Ministry to set clear service standards for takedown speed. This should not be measured not in days, but in hours. Online harm does not wait and neither should help. Because someone under siege, an hour can feel like forever. Families deserve both a response and a resolution. I have several clarifications for the Minister: (a) how will the Commission ensure reports are simple to file, yet protected from false or vexatious submissions? In extreme cases, how do we guard against misuse of the system, and prevent it from becoming weaponised against the very same people it had set out to protect; (b) given that platforms themselves face high reporting volumes, how will OSC manage a potentially large caseload without compromising response speed; and (c) finally, while the first schedule covers harassment and doxxing, other categories, such as online impersonation and deepfake abuse, will only be implemented later.”
“Mr Speaker, Sir, I rise in support of the Online Safety (Relief and Accountability) Bill, because behind every clause of this Bill is a face, a family and a cry for help. This is not just a Bill about digital platforms or statutory duties. It is about people, especially our young, our parents and those whose lives have been shaken by what is said or spread online. Mr Speaker, the Internet moves faster than our feelings can heal and, indeed, faster than our reputations can be rebuilt. A harmful post, an exposed address, a doctored photo – once uploaded, it spreads in seconds. That is why the speed of takedown must match the speed of harm. In an earlier debate, I shared the story of a young lady, Ms K, living in Punggol who was doxxed by her best friend's ex. He had created an account, just for doxxing and had put up one post with her face, name, place of work and where she used to study. When she came looking to me for help, the post had been up for two weeks. But even with the help of her loved ones, friends and, indeed, the extended Punggol family reporting the doxxing, the post was still not taken down even after a month had passed. I reported this as well, but was told, two weeks after I reported, that the platform is experiencing high volumes of reports and that I should report on the post, and not the account. Note, this was a one-post account. It finally took several interventions by Government agencies and a certain trusted reporter/flagger NGOs to get the post taken down. By then, the post was already seen by a few hundred people, Ms K was aghast, but relieved and thankful. That is, until a few weeks later, she contacted me again, to tell me that her friend's ex, had doxxed her again, this time on the same account and on another platform.”
“Today, over 2,000 SMEs in our Labour Movement network have already committed to providing fair, progressive and safe workplaces. Initiatives like the NTUC Better Workplace Programme, which supports wellness and breastfeeding lactation spaces show that fairness can be lived out in everyday ways. I hope that the Government will continue to provide templates, training and resources to help our SMEs operationalise fairness and to recognise firms that adopt these practices early. Again, fairness should not be a compliance burden, it should be a shared standard that uplifts both workers and businesses. Ultimately, fairness benefits everyone. Employers gain loyal and productive teams. Workers feel respected and motivated, and our Singapore society, grows even more cohesive. Thank you, Mr Deputy Speaker, I support the Bill.”
“But I recognise that implementing new requirements can be challenging for smaller companies especially those without HR teams or resources. Many SME owners have shared with me their concerns that this Bill could open them to frivolous or vexatious complaints, but they remain deeply committed to fairness. Our SME owners run lean operations, treat staff like family and work side-by-side with their teams. For such employers, an unfounded accusation can cause distress, not just financially, but personally. I therefore welcome the safeguards in this Bill requiring credible evidence from formal investigation, encouraging early mediation and ensuring confidentiality in proceedings. These mechanisms protect both workers and employers, deterring bad faith claims while preserving trust. However, SME resourcing remains a challenge. In a 2022 survey by the NTUC Women and Family team, and the PAP Women's Wing of 3,000 respondents, just one in three shared that their companies have communicated policies against workplace discrimination and these were more likely to be respondents who worked in companies with more than 200 employees. Mr Deputy Speaker, I believe that most SMEs want to do right. They simply need the tools to do so. We can support them through HR advisory clinics, templates for fair employment practices and accessible training on inclusive leadership. Compliance should not feel like a burden and it must not add to already increasing business costs. It should be seen as a good business practice and a high ground for companies to attract and retain a quality workforce. And that is why the NTUC's SME Partners, and Women and Family units have been working with SMEs to build capability and promote gender inclusive workplaces.”
“Unions can help workers transform that vague feeling that "something does not seem quite right" into concrete facts and clear language, making their concerns more articulate and well-reasoned. Unions can also teach workers how to document evidence and how to express themselves during grievance and mediation processes. Through this Bill, workers' voices will carry more weight, and the channels for raising grievances will be safer and clearer. When workers know how to express themselves and understand how to exercise the rights that this Bill grants them, fairness will no longer remain merely words on paper, but will become genuine protection that they can truly feel and experience. (In English): Mr Deputy Speaker, in English. For union members and unionised workplaces, the presence of union leaders and industrial relations officers gives workers courage to come forward and gives employers confidence that matters will be handled fairly and privately. But not every worker is unionised. For those in between jobs, new to the workforce, or unaware of available help, we must strengthen this ecosystem of representation. And we might look towards having a longer time bar so that our people would be able to get more advice. Through union, branches, tripartite committees, community access to legal clinics and education efforts, we must ensure that every worker, regardless of background or literacy has access to justice at work. I call on the Government to continue to build resources, formal and formal with the tripartite to support our workers through the grievance process. Mr Deputy Speaker, every worker deserves to work in an environment free from discrimination and unfair practices.”
“It prevents David versus Goliath situations where legal resources might otherwise determine the outcome. Still, many workers may not know how to use these rights. They may not know how to file a grievance, record evidence or represent themselves before a tribunal and that is where the Labour Movement and now unions, play a vital role. Unions help workers frame their cases clearly, mediate early before conflicts escalate and provide protection against power imbalances. Allow me to share Kelly's story. This is not her real name, but it is a real person. She is a resident and by Punggol constituency and an NTUC union member. Kelly had just signed an offer for a full-time job when she discovered that she was pregnant. Out of integrity, she informed her future employer about this. She was told that the offer will change to a two-month contract or made part-time instead. Kelly felt something was wrong but could not quite put it into words. When she sought NTUC's help, we discovered the employer had attempted to avoid maternity benefits, unaware that part-time employees are equally entitled after three months of service. With union support, Kelly left the arrangement without penalty and later found meaningful work as an educarer near her home in Punggol. Had this Bill been in place, Kelly would have sought further redress for pre-employment discrimination under this law. Mr Deputy speaker, in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] This Bill is particularly important for ordinary workers. When many workers face unfair treatment at work, it is not that they do not dare to speak up, but rather they do not know how to articulate their concerns or whom to approach for help. This is precisely why the role of unions becomes even more critical.”
“Yet, Mr Deputy Speaker, while fairness is a noble aspiration, it must be translated into a language and action to mean something for our people. We must empower our workers to name what feels unjust and to stand up for what is right, especially those who may not yet have the words, knowledge or confidence to do so. Indeed, the quiet feelings I mentioned, the uneasy thought that one's family plans might have cost a job offer, the sense of being sidelined after having a baby, or the discouragement of seeing targets met but promotions withheld are all very real experiences. The question is: how do workers give words to these feelings and how do they know when an act of bias becomes true discrimination? Between 2024 and the first half of 2025, of over 3,000 individual workplace grievances recorded by the Labour Movement, around 40 involved pregnancy, discrimination, or harassment. Each number represents a worker who found the courage to speak up and perhaps many more who still remain silent. One resident from Punggol told me this: "Ms Yeo, my boss said he wanted younger people, fresh faces. I never complain. I do not know how to write and I do not want to cause any trouble." Mr Deputy Speaker, these are not isolated cases. They are common experiences of silence of quiet resignation. And that is why it is critical that this Bill requires employers to establish proper grievance handling systems and to protect employees from retaliation when they raise concerns. For the less resource and less articulate, this provides not just a process, but a safe channel to be heard. I appreciate that by requiring mediation first and limiting formal legal representation, the Bill levels the playing field.”
“Mr Deputy Speaker, Sir, I rise in support of the Workplace Fairness (Dispute Resolution) Bill. This Bill builds upon the Workplace Fairness Act passed in January this year, a milestone that made workplace discrimination unlawful in Singapore. Today's Bill at the second pillar, it sets out how fairness is to be applied and resolved. It establishes a clear and compassionate process that encourages internal resolution first, followed by mediation and if necessary adjudication at the employment claims tribunals or at the High Court. Protection and due process now go hand-in-hand, empowering workers to seek redress safely, swiftly and without fear. Mr Deputy Speaker, fairness at work is not a slogan. For many workers, especially women, caregivers and those in lower-wage roles, it is deeply personal. The Act's protected characteristics, including sex, marital status, pregnancy and caregiving responsibilities matter to real people. I thank the Government and MOM for taking this brave step to give substance and clarity to workers hopes for dignity, respect and protection in the workplace. Our women workers have written and spoken to me, sharing that even today, bias still shadows their careers. One woman was asked during an interview, whether she planned to start a family, a question that had nothing to do with the job. Another, a manager, found her duties reduced when she returned from maternity leave, and a daughter, who took time off to care for her elderly parent told me her performance appraisal never recovered after she returned. These stories show why the Workplace Fairness Act is necessary. They send a clear message that no workers should face adverse treatment because of gender, age, or family responsibilities and the law now stands behind them.”
“Thank you, Speaker. I declare that I am the advisor to the Platform Work Associations of the National Trades Union Congress (NTUC). We are grateful that the Government had taken into account, with the passing of the Platform Workers Bill, our platform workers' feedback on the need for retirement adequacy through fair platform worker contributions to CPF. I, too, appreciate that the roll-out process for CPF is a complex one, given the difference in work conditions between a full-time employee receiving one monthly set of wages from one employer, to that of a platform worker receiving multiple sets of daily or even weekly wages due to the multi-homing nature of platform work. In the current CPF process, workers have given the feedback that they do not enjoy CPF contributions for up to two months when they first join a new platform operator. They are also doubly penalised, as most platforms provide special sign-on incentives in the first month of work. I appreciate that the Ministry recognises this gap and is remedying the current operational processes. In recognising this gap, will the Ministry, too, also consider introducing measures to mandate CPF contributions from their first month of work and to provide joint back payments with platform operators to those affected platform workers who had missed out on their rightful CPF contributions for their work done?”
“We also encourage companies to open return-to-work pathways through flexible training, job redesign and re-employment opportunities so that caregiving does not permanently close doors to career development and livelihoods. As we strengthen CareShield Life, we must also remember those who form the backbone of our care economy – our nurses, community care professionals and, of course, our migrant domestic workers. Their work is demanding, both physically and emotionally. Amidst rising care costs, it is critical that our care workers are treated with dignity, paid fairly and given adequate rest. Through tripartite collaboration, we must ensure that productivity gains in the care sector translate into both better wages for our workers and affordable services for our families. Caregiving is essential work – in our homes and across our healthcare system. I welcome the enhancements to CareShield Life, including escalating payouts, higher subsidies and a simpler claims process. But beyond these improvements, let us continue to monitor care costs closely, support caregivers in balancing work and family, and ensure fair and safe conditions for our care workers. Ultimately, caring for our carers is an investment in our shared future. When we strengthen this compact for care – between Government, employers, families and the community – we build not only just a stronger care system, but a more compassionate and united Singapore. Mr Speaker, I support the amendments to the Bill.”
“While I recognise that premiums will need to make actuarial sense, I urge the continued monitoring of women's affordability under CareShield Life to ensure no woman is left behind simply because premiums and care costs outpace her ability to pay. To this, I thank the Senior Minister of State for his assurance that no one will be left without insurance coverage because of premiums and urge that we continue with the many layers of protection we currently have to support those who find premiums a burden. Mr Speaker, caregiving, whether formal or informal, holds real economic value. We must consider ways to ensure that caregiving is appreciated, recognised and rewarded by all in our society. We must look to ways to enhance and promote CPF or CareShield Life top-ups for informal caregivers through family contributions, Government co-funding and contributions from civic society and employers. I thank the Government for enhancing the Matched Retirement Savings Scheme and I also call for its expansion to include informal caregivers below the age of 55 to help build their nest eggs early. No doubt Ms T would be very grateful for this. Such measures would recognise both the social importance and economic contribution of caregiving while helping caregivers build long-term retirement adequacy. Mr Speaker, a strong care ecosystem also requires supportive workplaces. Employers play a vital role in enabling caregivers to remain economically active. Tripartite standards such as work-life harmony, flexible work arrangements and even paid caregiver leave can make a meaningful difference and an impact to employees managing care responsibilities. At NTUC Women and Family, we continue to work with progressive employers to foster fair and supportive workplaces for women and caregivers.”
“Indeed, caregivers like Ms T often find themselves navigating a complex landscape, applying for grants, coordinating across agencies and managing multiple appointments. She shared that to apply for a home caregiving grant, she had to obtain payslips from both immediate and extended family members for means testing. Mr Speaker, while our schemes are well-intentioned, such processes can be very overwhelming. I therefore urge our Government agencies to continue efforts to streamline caregiving-related schemes, simplifying claims, reducing duplication and easing coordination. Caregivers should be able to focus on what truly matters – caring for their loved ones. I note too that Senior Minister of State Koh has shared that more payouts would be given to home and community care. I welcome this development, given that ageing in place is much preferred by our Singaporean families. However, given that home caregiving services by a professional nurse can go up to $280 per shift, I call on the Government to consider, in time, higher payouts to families choosing homecare options. Mr Speaker, we must also recognise that women may face higher health and long-term care insurance premiums compared to men. When combined with the gender pay gap, this creates the impression of a double disadvantage – women earn less, yet pay more for protection. I recognise there is a danger in over-simplifying insurance premiums along gender lines as there are differences in women's health needs. We live longer and there are very real illnesses that only women are afflicted with. Our women's health needs to be comprehensively covered by our paid insurance for payouts and coverage, and not to be generalised into a one-size-fits-all coverage plan.”
“Mr Deputy Speaker, I declare that I am the Director for the National Trades Union Congress' (NTUC's) Women and Family Unit and Secretariat to the NTUC's Women's Committee. I thank the Government for the CareShield Life review. These enhancements strengthen our long-term care system and give Singaporeans assurance that as our population ages, our system will remain robust, sustainable and responsive to evolving care needs such as the increased popularity of home caregiving services. [Mr Speaker in the Chair] Mr Speaker, caregiving is an essential part of our social fabric. Behind every effective care policy lies a network of individuals, many of them women, who take on the responsibility of caring for their loved ones. They do so out of love and duty, often balancing employment, family commitments and financial pressures. Their contributions may not always be visible, but they are fundamental to the well-being of our households and communities. Allow me to share the story of Ms T, a young graduate in her late 20s. For the past six years, she has been the main caregiver to her grandmother, who lives with dementia. When she left the workforce to take on this role, she gave up her income, her CPF contributions and opportunities for career progression. Her story reflects the reality for many informal caregivers – that caregiving comes with long-term financial implications. These are not only emotional sacrifices, but also economic tradeoffs that affect retirement adequacy and financial security later in life. Beyond the financial impact, caregiving can also be administratively demanding. Indeed, I have written several Meet-the-People Session appeals quite recently to help our Punggol residents navigate this.”
“Thank you, Speaker. I note that Senior Minister of State had in her reply talked about working with ride-hail platforms, and I also have reports of ride-hail platforms from across the border being set up, introducing cross-border taxi services. How will LTA or MOT be working with these overseas registered apps to ensure that there is parity and fairness when it comes to offering such rides in Singapore as well as in Malaysia?”
“Thank you, Speaker. I declare I am the adviser to NTA and NPHVA. Given the deep social and economic ties between Singapore and Malaysia, our drivers have expressed through the associations that they are excited that the calls to review and update the current Cross Border Taxi Scheme are being looked into. Ensuring that the scheme remains relevant as consumption patterns change is critical, as this is a livelihood stream for 200 of our Singapore cross-border drivers. With the programme being updated, and I have taken note of the Senior Minister of State's response, with the increasing demands for P2P drop-offs, how will the Ministry use technology such as online booking platforms and in-vehicle tracking units to ensure that there is fair competition between Singapore-licensed and Malaysian-licensed vehicles, noting that there are fare and exchange rate differences? Also, more importantly, how will the Ministry look to expanding the scheme to allow our drivers broader earning opportunities?”
“Let us give them the training, protection and recognition they deserve and let us make it clear through both words and action that Singapore stands firmly behind those who keep us moving. And with this, I support the Bill.”
“I recently heard of a Bus Captain who was kicked in the face after asking a commuter to lower the volume on his phone. He required stitches near his eye. Thankfully, the injuries were not permanent. But then again, they could have very easily been so. And we must not forget the early months of the pandemic, when our Bus Captains bore the frustration of some commuters while enforcing mask requirements. But I must say, they stood their ground with calm professionalism. Preventing abuse requires a comprehensive approach, but deterrence through legislation is an important part of that strategy. Today, the Penal Code and the Protection from Harassment Act provide recourse. But the penalties under the Bill – up to $10,000 in fines and/or imprisonment of up to five years – send an even clearer message. If the clause does not currently cover abuse directed at transport workers, it is perhaps timely to strengthen these protections. After all, no one should have to fear for their safety while doing their jobs. Our Bus Captains, rail staff and all who serve on the frontlines deserve not only respect, but also protection. Tougher penalties are not just about punishment. They are about recognising their dignity and standing firmly behind them. Mr Speaker, a world-class transport system is not built by buses or trains alone. It is built by people: more than 20,000 men and women who keep Singapore moving, every single day. Their work is often unseen. But it is indispensable. They adapt to new responsibilities at speed. They shoulder national duties without hesitation. They do this with quiet pride, and with a deep commitment to serving others. So, let us match their dedication with our support.”
“This means clear, simple and practical operating procedures, and ensuring that these new duties do not compromise their core responsibilities. We have seen what clarity can achieve. When the vaping crackdown began, many workers from our unions, we heard, were understandably anxious about being tasked to seize e-vapes. These concerns were addressed only after clear rules of engagement were laid out and their roles alongside the Health Sciences Authority were properly explained. Once they had that clarity, they adapted quickly and effectively. Their professionalism helped lead to around 60 offenders being caught around the public transport network using vapes. Therein is the powerful reminder that we are looking at. When we support our workers, our workers will rise to the occasion. That is why I urge the Government to ensure they continue to receive proper training, clear protocols, sufficient equipment and manpower support. Not just only for this initiative, but for all future national assignments that our public transport workers will see coming their way. Mr Speaker, Sir, this Bill introduces penalties against those who endanger the safety of individuals on buses and at interchanges. I seek clarification on whether this protection also covers cases of abuse or harassment against these public transport workers themselves. Because abuse, whether physical or verbal, endangers not only just their well-being, but the safety of everyone else who relies on our public transport workers. Every single day, our transport workers serve around 7.5 million commuter journeys. Their constant engagement with the public means they face a higher risk of abuse. Most commuters are, of course, gracious and respectful. But when incidents happen, they can be devastating.”
“Mr Speaker, Sir, I declare my current appointment as the Executive Secretary of the National Transport Workers' Union. For decades, our transport workers have done far more than simply get us from point A to point B. With quiet dedication and pride, they have stepped forward time and again to keep Singapore moving, not just in routine times, peace times, but in moments that truly mattered. They are the first to welcome our visitors during large-scale concerts and events. They are also the ones who hold out a steady hand to help a senior on board the bus. And they are the ones who ensure millions reach their destinations safely, every single day. During the pandemic, when the nation was tested, they stood firm, calmly and consistently ensuring public compliance with mask-wearing. More recently, they once again stepped up to support the nationwide crackdown on e-vapes. Every time, they answered the call with professionalism, resilience and heart. I note that passenger screening provisions have long existed under the Road Traffic Act. The Bill rightly consolidates these under the Bus Services Industry Act 2015, bringing greater clarity and strengthening our public safety. But, Mr Speaker, as we enhance security, we must also remember what our transport workers are and what they are not. Their primary duty is and must remain, to operate our public transport system safely, reliably and efficiently. If additional responsibilities, such as passenger screening are needed, these should ideally be undertaken by personnel who are trained and equipped for security enforcement. And where our public transport workers are expected to support these efforts, we must set them up for success.”
“Thank you, Speaker. I declare that I am the advisor to the National Trades Union Congress (NTUC)-affiliated NDCA. Mr Speaker, our delivery riders have, through the association, provided ground feedback that they see more foreigners performing delivery platform work and appreciate the ground checks and enforcement that the MOM has started to ensure that platform work remains only for Singaporeans and Singapore PRs. I note that some platforms use fleet partners, which are business-to-business (B2B) arrangements between the platform and third party logistics operators to perform delivery in low supply areas, such as the Central Business District and Orchard Road. In such B2B contracts, delivery riders are taken on as full employees and fleet partners can employ foreigners as their employees if they have the necessary foreign manpower quotas to do so. I ask what measures would the Ministry continue to put in place, to ensure that these fleet partners have indeed the necessary quotas to employ foreigners as delivery riders and would the Ministry also make checks to ensure that these foreign delivery riders are paid full wages by their employers and not paid on a job-by-job basis, so long as the Local Qualifying Salary is met, as this would circumvent the fact that platform gig work should be performed by only Singaporeans and PRs.”
“Thank you, Speaker. I thank the Ministry for the recent expansion on the HSS, given that there are evolving needs for different types of caregiving resources and not every caregiver has the space or resource to house full-time MDWs. A recent straw poll amongst our female union leaders also highlighted the lack of options for affordable caregiving and housekeeping support for working families. Could the Ministry look to expanding the HSS to beyond its current operators to increase service options or to make more accessible the booking of such part-time, caregiving or housekeeping services through online means? And would the Ministry look perhaps to what was the union on strengthening public awareness on existing schemes like the HSS, as there seems to be a limited understanding on the scheme even with our female union leaders?”
“As such, NTUC is committed to normalise FWAs in the workplace and to ensure that workers on FWAs are treated and compensated fairly in performance appraisals and promotions. Mr Speaker, as I round up my speech, I circle back to the intrinsic value of being kind. Let us measure our progress on how we have moved as a society to improve the livelihoods of our workers and the lives of the people around us. Speaking with kindness, acting with kindness, thinking with kindness, I trust these will continue to be the foundations of our treasured Singapore values. Mr Speaker, I support the Motion with kindness. [Applause.]”
“The Labour Movement recognises the benefits of this technology transition for Singaporeans, especially in augmenting transport networks for travels, including across the border to Malaysia. But for our drivers, these announcements can be very concerning. They worry: what will happen to me? Will I still be able to make a living? Mr Speaker, this is where, as the President aptly put in his address, "the trust built through many years of tripartism gives us an edge. It enables us to move faster in deploying technologies while managing disruptions to the workforce and generating new job opportunities." This is why NTUC and PWAs are working very closely with the Ministry of Transport and through committees, such as the Inter-Ministerial Steering Committee on Autonomous Vehicles, to bring our drivers' concerns to the table. Amidst the roll-out of AVs, the upcoming RTS Link and discussions to expand cross-border transport, our drivers must be assured of a just future, that there will be jobs for them and they will be given the support and time they need to transit to these jobs. Mr Speaker, the last area that I would touch on is supporting our women and caregivers to thrive at work and at home. MOM has provided that, as of 2023, close to 90% of full-time employees of working age were provided at least one scheduled flexible work arrangement (FWA) they required. We need to understand what the picture is like for FWAs since 2023. From the Labour Movement, there have been more reports of employers requiring workers to return to the office fully and to follow standard working hours. Caregivers, through our unions, have also told us that they remain concerned that they will be overlooked or sidelined at work due to demands at home.”